Employers are quickly learning to use other proxies for 'smart enough to hire' than college degrees.pic.twitter.com/wg0YlLwxc4
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I work for the Internet, at @stripe, mostly on accelerating startups. Opinions here are my own.
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Employers are quickly learning to use other proxies for 'smart enough to hire' than college degrees.pic.twitter.com/wg0YlLwxc4
@patio11 this is right up your alley.
I still think you were onto something with game-based recruiting...
So these are two different theses: a) You can construct a work-sample test which measures directly skills required to perform well at a job b) You can use success at an arbitrarily hard endeavor to measure some generalized factor(s) of success at hard endeavors
We did not do (b), and it bites off some downsides that work sample testing does not. One is that it likely has distributional consequences; plausibly giving offers to Olympians will get very competent people but it will overallocate offers to folks with monied support networks.
Another is that a failure mode of "We will take people who are world-class at culturally relevant tournament-based skill measures, trusting this to select for high amounts of some hidden success factor" is that you end up fixating on "culturally relevant hobby" not "world-class."
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